Thousands of dollars.
Thousands of hours of training and preparation.
A team of experts who offer support.
All boiling down to a few hours of performance with limited results: a win or a loss.
Sound like anything else we in Learning and Development know too well? How about every time we create a course or formal training.
So what can learning learn from these exceptional athletes?
They don’t get this way from one training session. It’s mastery, over time, using a variety of techniques, repeated in a variety of intensities and even locations. This recipe should serve as an example of how employee learning should look: varied, available in multiple formats, and based on the individual.
According to Degreed, the learning journey is similar.
Degreed was founded on the idea that we build our skills over a lifetime, stitching together a variety of experiences. It takes courses and books, articles, videos and podcasts. It also takes lots of searching, practice, trial and error. And perhaps most meaningful is the guidance, feedback, reflection, and coaching along the way.
So what does this mean for L&D managers and organizations? We have to support a variety of modalities to keep our learners engaged. One magical system to do it all isn’t a solution. You need an integrated ecosystem. These ecosystems often include LMSs, but they are increasingly supplemented by solutions for curating open resources, managing microlearning, and automating feedback. The near future of learning technology is here, and intelligent networks of tools, content, systems, people, and data all working together to empower your workforce to learn better, faster, and more cost-effectively. For advice on how to pick the right tools for the job, check out Degreed’s Innovators Guide to the Future of Learning Technology.